Insight Hogan Personality Inventory (HPI)

Transcription

1 Insight Hogan Personality Inventory (HPI) Report For: Sam Poole ID: HF Date: Hogan Assessment Systems Inc.

2 Introduction The Hogan Personality Inventory is a measure of normal personality that contains seven primary scales and six occupational scales used to describe Mr. Poole's performance in the workplace, including how he manages stress, interacts with others, approaches work tasks, and solves problems. Although this report presents scores on a scale-byscale basis, every scale contributes to Mr. Poole's performance. This report notes strengths as well as areas for improvement and provides discussion points for developmental feedback. When examining HPI scale scores, it is important to remember that high scores are not necessarily better, and low scores are not necessarily worse. Every scale score reflects distinct strengths and shortcomings. HPI scores should be interpreted in the context of the person's occupational role to determine whether these characteristics are strengths or areas for potential development. The HPI is based upon the well-accepted Five Factor Model of personality. Scale Definitions HPI Scale Name Low scores tend to be High scores tend to be Adjustment Ambition Sociability Interpersonal Sensitivity Prudence Inquisitive Learning Approach open to feedback candid and honest moody and self-critical good team players willing to let others lead complacent good at working alone quiet socially reactive direct and frank willing to confront others cold and tough flexible open-minded impulsive practical not easily bored uninventive hands-on learners focused on their interests technology-averse calm steady under pressure resistant to feedback energetic competitive restless and forceful outgoing talkative attention-seeking friendly warm conflict averse organized dependable inflexible imaginative quick-witted poor implementers interested in learning insightful intolerant of the less informed Sam Poole HF

3 Executive Summary Based on Mr. Poole s responses to the HPI, on a day-to-day basis, he seems: Unfazed by external pressure and rarely, if ever, shows signs of stress. Others may sometimes perceive his resilience as arrogance because little seems to bother him and because he may tend to ignore feedback. Assertive, competitive, and task-oriented. He will seek opportunities to lead and take initiative and may be frustrated if they are not available. Outgoing, gregarious, and approachable. He enjoys being the center of attention and will start conversations and network well, but he may also talk too much and not listen well. Pleasant, cooperative, tactful, and friendly. He should be good at relationship management but tends to avoid confrontations or conflict. Responsible, detail-oriented, and amenable to close supervision. He can be somewhat inflexible but otherwise a good organizational citizen. Curious, innovative, creative, tolerant, and open-minded. He may also seem impractical and easily bored. Knowledgeable, up to date, and interested in learning. He should do well in structured learning or training environments and may find it hard to understand people who have no interest in formal learning. Sam Poole HF

4 Percentile Scores The percentile scores indicate the proportion of the population who will score at or below Mr. Poole. For example, a score of 75 on a given scale indicates that Mr. Poole's score is higher than approximately 75% of the population. Scores of 0 to 25 are considered low Scores of 26 to 50 are considered below average Scores of 51 to 75 are considered above average Scores 76 and above are considered high % Adjustment 99 Ambition 85 Sociability 77 Interpersonal Sensitivity 73 Prudence 68 Inquisitive 91 Learning Approach 74 This report is valid and interpretable. Norm:Global Sam Poole HF

5 Scale: Adjustment 99 The Adjustment scale predicts the ability to handle stress, manage emotions, and listen to feedback. Mr. Poole's score on the Adjustment scale suggests he tends to: Be unaffected by chaotic environments and heavy workloads Be calm and confident in stressful circumstances Be perceived as possibly arrogant Ignore past mistakes Resist or dismiss feedback Discussion Points The points below are designed to facilitate discussion with a coach or feedback provider to explore assessment results and reflect on opportunities for development based on the context of the participant's role. Describe your approach to dealing with job stress. When and how is it appropriate to seek feedback on your job performance? How do the moods of your coworkers affect you? How do you typically respond to feedback that others give you? more detailed insight into Mr. Poole s unique personality characteristics. Empathy Absence of irritability Not Anxious Absence of anxiety No Guilt Absence of regret Calmness Lack of emotionality Even-tempered Not moody or irritable No Complaints Does not complain Trusting Not paranoid or suspicious Good Attachment Good relations with authority figures Sam Poole HF

6 Scale: Ambition 85 The Ambition scale predicts leadership, drive, competitiveness, and initiative. Mr. Poole's score on the Ambition scale suggests he seems: Competitive, energetic, and eager to succeed To seek challenges and take initiative in groups To be interested in office politics and enjoy leadership roles To become restless in positions where there is no room for advancement Discussion Points The points below are designed to facilitate discussion with a coach or feedback provider to explore assessment results and reflect on opportunities for development based on the context of the participant's role. What role do you typically assume on projects where there is no established leader? When and how is it appropriate to engage in office politics to advance one's career? How competitive do you tend to be with your colleagues? Has this hurt or helped your career? How do you seek and pursue opportunities for career advancement? more detailed insight into Mr. Poole s unique personality characteristics. Competitive Being competitive, ambitious, and persistent Self-confident Confidence in oneself Accomplishment Satisfaction with one's performance Leadership Tendency to assume leadership roles Identity Satisfaction with one's life tasks No Social Anxiety Social self-confidence Sam Poole HF

7 Scale: Sociability 77 The Sociability scale predicts a person's interest in frequent and varied social interaction. Mr. Poole's score on the Sociability scale suggests he seems: Outgoing, talkative, gregarious, and approachable To make a strong first impression and enjoy being the center of attention Comfortable in high-profile positions involving interaction with the public To prefer to talk rather than to listen. Discussion Points The points below are designed to facilitate discussion with a coach or feedback provider to explore assessment results and reflect on opportunities for development based on the context of the participant's role. How important is it for every team member to contribute in a meeting? How do you balance talking with listening to engage in effective communication? Do you tend to work better on group or individual projects? Why? How do you establish and maintain a network of relationships? more detailed insight into Mr. Poole s unique personality characteristics. Likes Parties Enjoys social gatherings Likes Crowds Finds large crowds exciting Experience Seeking Preference for variety and challenge Exhibitionistic Seeks attention Entertaining Being charming and amusing Sam Poole HF

8 Scale: Interpersonal Sensitivity 73 The Interpersonal Sensitivity scale predicts charm, warmth, tact, and social skill. Mr. Poole's score on the Interpersonal Sensitivity scale suggests he seems: Perceptive, insightful, and sensitive to people's feelings Aware of the needs of others To manage relationships well and get along with a wide range of people Reluctant to confront poor performers Discussion Points The points below are designed to facilitate discussion with a coach or feedback provider to explore assessment results and reflect on opportunities for development based on the context of the participant's role. Describe your approach to confronting others' negative performance issues. How do you tend to balance the feelings of coworkers with the needs of the business? How important do you feel it is for coworkers to like each other? What is your approach to developing relationships with internal or external customers? more detailed insight into Mr. Poole s unique personality characteristics. Easy to Live With Tolerant and easygoing nature Sensitive Thoughtful and considerate Caring Concerned about others Likes People Enjoys being around others No Hostility Generally accepting Sam Poole HF

9 Scale: Prudence 68 The Prudence scale predicts self-control, conscientiousness, and work ethic. Mr. Poole's score on the Prudence scale suggests he seems: Organized, hardworking, and planful Reliable, dependable, and conscientious To work well with established rules and processes Inflexible and perhaps resistant to change Discussion Points The points below are designed to facilitate discussion with a coach or feedback provider to explore assessment results and reflect on opportunities for development based on the context of the participant's role. How structured and planful are you with your work? How does this affect your ability to adapt on the fly but also complete objectives on time? What is your general orientation to rules and regulations? How do you react to quickly changing work conditions? How likely are you to work long hours to complete a project? more detailed insight into Mr. Poole s unique personality characteristics. Moralistic Adhering strictly to conventional values Mastery Being hardworking Virtuous Being principled Not Autonomous Concern about others' opinions of oneself Not Spontaneous Preference for predictability Impulse Control Lack of impulsivity Avoids Trouble Professed probity Sam Poole HF

10 Scale: Inquisitive 91 The Inquisitive scale predicts curiosity, creativity, and openness to experience and ideas. Mr. Poole's score on the Inquisitive scale suggests he seems: Imaginative, curious, and open-minded Willing to challenge policy and propose alternative solutions Interested in the big-picture and strategic issues Fond of ideas that others may find unrealistic Discussion Points The points below are designed to facilitate discussion with a coach or feedback provider to explore assessment results and reflect on opportunities for development based on the context of the participant's role. How do you strike a balance between innovation and pragmatism? How do you respond to routine, yet essential, tasks and responsibilities? Describe your approach to linking daily work to strategic goals. How do you respond to individuals who are resistant to change and innovation? more detailed insight into Mr. Poole s unique personality characteristics. Science Ability Interest in science Curiosity Curious about the world Thrill Seeking Enjoyment of adventure and excitement Intellectual Games Interested in riddles and puzzles Generates Ideas Ideational fluency Culture Wide variety of interests Sam Poole HF

11 Scale: Learning Approach 74 The Learning Approach scale predicts a person's learning style and/or preferred method for acquiring new knowledge. Mr. Poole's score on the Learning Approach scale suggests he seems: Interested in learning, training, and staying up to date with new developments in his field Bright and well informed To do well in formal training or education settings Surprised when others are not well informed or interested in learning Discussion Points The points below are designed to facilitate discussion with a coach or feedback provider to explore assessment results and reflect on opportunities for development based on the context of the participant's role. How do you ensure your knowledge and skills remain up to date? How do you evaluate the potential usefulness of training opportunities? Describe your preferred approach to learning new skills. What is more important to you: developing existing skills or learning new skills? Why? more detailed insight into Mr. Poole s unique personality characteristics. Education Being a good student Math Ability Being good with numbers Good Memory Remembers things easily Reading Keeps up to date Sam Poole HF

12 Occupational Scales The HPI occupational scales predict a person's competency to perform in six general occupational roles. The scales are based on research comparing high and low performers in each of the job categories. The scales assess qualities that distinguished the high-rated performers from the low-rated performers. Note: This information is designed for use in employee selection and hiring. It is not recommended for use in employee development. The HPI occupational scales include: Service Orientation Concerns potential for performance in jobs requiring customer service Stress Tolerance Concerns being able to deal with stress and pressure at work Reliability Concerns being a good organizational citizen Clerical Potential Concerns potential for performance in administrative and clerical jobs Sales Potential Concerns potential for performance in sales jobs Managerial Potential Concerns potential for performance in managerial jobs The scores indicate the proportion of the population who will score at or below Mr. Poole. Scores of 0 to 25 are considered low Scores of 26 to 50 are considered below average Scores of 51 to 75 are considered above average Scores 76 and above are considered high % Service Orientation Stress Tolerance Reliability Clerical Potential Sales Potential Managerial Potential Sam Poole HF

13 Scale: Service Orientation 73 The Service Orientation scale identifies people who treat customers and colleagues in a courteous and helpful manner. High scorers seem kind, considerate, and tactful. Low scorers seem abrupt, tense, irritable, and preoccupied. Mr. Poole's score on the Service Orientation scale suggests he has above average potential to perform in roles requiring strong customer service. more detailed insight into Mr. Poole s Service Orientation score. Virtuous Being principled Empathy Absence of irritability Sensitive Thoughtful and considerate Sam Poole HF

14 Scale: Stress Tolerance 90 The Stress Tolerance scale identifies people who easily handle stress, pressure, and heavy workloads. High scorers seem calm, resilient, and even-tempered. They are not bothered by disruptions or unexpected reversals and rarely turn crises into personal dramas. Low scorers seem moody, self-critical, and easily upset. Mr. Poole's score on the Stress Tolerance scale suggests he has the potential to perform well in stressful roles. more detailed insight into Mr. Poole s Stress Tolerance score. Not Anxious Absence of anxiety No Guilt Absence of regret Accomplishment Satisfaction with one's performance No Complaints Does not complain Calmness Lack of emotionality Sam Poole HF

15 Scale: Reliability 75 The Reliability scale identifies people who willingly follow rules and respect corporate values in the workplace. High scorers are good organizational citizens who will seem dependable, responsible, and self-disciplined. Low scorers will tend to be less compliant and rule observant. Mr. Poole's score on the Reliability scale suggests he should perform well in roles requiring compliance and rule adherence. more detailed insight into Mr. Poole s Reliability score. Good Attachment Good relations with authority figures Impulse Control Lack of impulsivity Avoids Trouble Professed probity No Hostility Generally accepting Sam Poole HF

16 Scale: Clerical Potential 100 The Clerical Potential scale identifies people with talent for clerical work and administrative responsibilities. High scorers seem mature, hardworking, socially skilled, and willing to take charge. Low scorers seem tense, indecisive, and anxious. Mr. Poole's score on the Clerical Potential scale suggests he should perform well in clerical or administrative roles. more detailed insight into Mr. Poole s Clerical Potential score. Not Anxious Absence of anxiety No Complaints Does not complain Avoids Trouble Professed probity Leadership Tendency to assume leadership roles Caring Concerned about others Sam Poole HF

17 Scale: Sales Potential 96 The Sales Potential scale identifies people with talent for sales. High scorers seem to enjoy being the center of attention and are described as self-confident, sociable, and quick-witted. They also seem talkative, outgoing, and assertive. Lower scorers tend to be shy, quiet, and reserved. Mr. Poole's score on the Sales Potential scale suggests he should perform well in sales roles. more detailed insight into Mr. Poole s Sales Potential score. Self-confident Confidence in oneself No Social Anxiety Social self-confidence Likes Parties Enjoys social gatherings Likes Crowds Finds large crowds exciting Experience Seeking Preference for variety and challenge Exhibitionistic Seeks attention Entertaining Being charming and amusing Easy To Live With Tolerant and easygoing nature Likes People Enjoys being around others Impulsivity Acting on impulse Thrill Seeking Enjoyment of adventure and excitement Generates Ideas Ideational fluency Self-focus Being introspective No Impression Management Lack of concern about social feedback Sam Poole HF

18 Scale: Managerial Potential 97 The Managerial Potential scale identifies people with talent for building and maintaining effective teams. High scorers are described as ambitious, competitive, hardworking, and wanting to be in charge. They are seen as trustworthy, planful, and efficient. Low scorers seem passive, reactive, or lazy. Mr. Poole's score on the Managerial Potential scale suggests he should perform well in managerial roles. more detailed insight into Mr. Poole s Managerial Potential score. Education Being a good student Accomplishment Satisfaction with one's performance No Complaints Does not complain Identity Satisfaction with one's life tasks Mastery Being hardworking Avoids Trouble Professed probity Leadership Tendency to assume leadership roles Competitive Being competitive, ambitious, and persistent Sam Poole HF